The Employee Review Form serves as a standardized tool for conducting and documenting periodic performance evaluations in Hong Kong organizations. This document is typically used during annual, semi-annual, or quarterly review cycles to assess employee performance against predetermined objectives and competencies. It complies with Hong Kong's employment legislation, including the Employment Ordinance and privacy laws, while providing a framework for fair and objective evaluation. The form captures essential performance metrics, development goals, and feedback from both employees and supervisors, creating a documented history of performance discussions and agreed-upon action items. This documentation is crucial for HR records, career development planning, and potential employment-related decisions.
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1. Employee Information: Basic details including employee name, ID, department, position, and length of service
2. Review Period: Specific time period covered by the evaluation
3. Performance Metrics: Key performance indicators and competencies being evaluated, with rating scales
4. Achievement of Objectives: Assessment of goals set in previous review period and their completion status
5. Core Competencies Evaluation: Assessment of essential skills and behaviors required for the role
6. Overall Performance Rating: Summary score or rating based on all evaluation criteria
7. Development Plan: Identified areas for improvement and proposed action steps
8. Employee Comments: Space for employee's feedback and response to the evaluation
9. Manager Comments: Supervisor's overall feedback and recommendations
10. Acknowledgment: Signatures of employee, reviewer, and HR representative with dates
1. Peer Review Section: Additional feedback from colleagues and team members, used when 360-degree feedback is required
2. Project-Specific Evaluation: Detailed assessment of specific projects handled during review period, relevant for project-based roles
3. Technical Skills Assessment: Detailed evaluation of technical competencies, particularly relevant for technical positions
4. Leadership Competencies: Evaluation of leadership capabilities, applicable for management positions
5. Client Feedback: Incorporation of client testimonials or feedback, relevant for client-facing roles
6. Bonus/Compensation Review: Section for compensation-related recommendations, used when review is tied to remuneration decisions
1. Performance Rating Scale Guide: Detailed explanation of the rating system and criteria for each level
2. Job Competency Framework: Detailed breakdown of required competencies for the specific role
3. Previous Goals and Objectives: List of goals set in the last review period
4. Development Resources: List of available training and development opportunities
5. KPI Definitions: Detailed definitions and measurements for each KPI being evaluated
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Construction
Hospitality
Telecommunications
Media and Entertainment
Real Estate
Logistics and Transportation
Public Sector
Non-profit Organizations
Relevant Teams
Human Resources
People Operations
Learning & Development
Talent Management
Employee Relations
Performance Management
Organizational Development
HR Operations
HR Analytics
Compensation & Benefits
Relevant Roles
Human Resources Manager
HR Director
People Operations Manager
Performance Management Specialist
Talent Development Manager
Department Manager
Team Leader
Senior Manager
Chief Human Resources Officer
HR Business Partner
HR Coordinator
Learning and Development Manager
Compensation and Benefits Manager
Employee Relations Manager
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